Performance Improvement Plan in bank - this is the way out?

craftsman wrote: ↑ The only issue with looking for a position when on a PIP is if the potential employer reaches out to your current employer and is informed about the PIP and the current actions which unless you informed the potential employer beforehand may sink your chances at the new firm... and if you tell them beforehand, they might end the process right there and then.

So you really have two options, get a position BEFORE the PIP is in place so that there is nothing formally on your record except your previous reviews OR stick it out through the PIP and basically suck it up so that you meet all of the end points of the PIP and thereby removing any 'cause' they might have to fire you. If you are put on the PIP and are terminated later, you might have grounds for a wrongful dismissal case especially if you meet the end points as listed in the PIP.

doctor80 wrote: ↑ The problem is that I lost any desire to work here.
Don't want to stay.
Super toxic environment.

And at the same rate I don't want to quit since I will be left without pay.

I have friends who work here and I can give their reference instead of my boss.

doctor80 wrote: ↑ The problem is that I lost any desire to work here.
Don't want to stay.
Super toxic environment.

And at the same rate I don't want to quit since I will be left without pay.

I have friends who work here and I can give their reference instead of my boss.

doctor80 wrote: ↑ The problem is that I lost any desire to work here.
Don't want to stay.
Super toxic environment.

And at the same rate I don't want to quit since I will be left without pay.

I have friends who work here and I can give their reference instead of my boss.

craftsman wrote: ↑ The only issue with looking for a position when on a PIP is if the potential employer reaches out to your current employer and is informed about the PIP and the current actions which unless you informed the potential employer beforehand may sink your chances at the new firm... and if you tell them beforehand, they might end the process right there and then.

So you really have two options, get a position BEFORE the PIP is in place so that there is nothing formally on your record except your previous reviews OR stick it out through the PIP and basically suck it up so that you meet all of the end points of the PIP and thereby removing any 'cause' they might have to fire you. If you are put on the PIP and are terminated later, you might have grounds for a wrongful dismissal case especially if you meet the end points as listed in the PIP.

doctor80 wrote: ↑ The problem is that I lost any desire to work here.
Don't want to stay.
Super toxic environment.

And at the same rate I don't want to quit since I will be left without pay.

I have friends who work here and I can give their reference instead of my boss.

bear20 wrote: ↑ Stick it out as long as you can. Even if they fire you, pretty sure you will still get severance as no company will want to deal with the slightest risk of lawsuit.

craftsman wrote: ↑ The only issue with looking for a position when on a PIP is if the potential employer reaches out to your current employer and is informed about the PIP and the current actions which unless you informed the potential employer beforehand may sink your chances at the new firm... and if you tell them beforehand, they might end the process right there and then.

So you really have two options, get a position BEFORE the PIP is in place so that there is nothing formally on your record except your previous reviews OR stick it out through the PIP and basically suck it up so that you meet all of the end points of the PIP and thereby removing any 'cause' they might have to fire you. If you are put on the PIP and are terminated later, you might have grounds for a wrongful dismissal case especially if you meet the end points as listed in the PIP.

Extrahard wrote: ↑ You shouldn't have waited until the PIP to look for a job. But in this case there's nothing you can do. Start applying now and get co-workers to vouch for your experience at the place.

angrybanker wrote: ↑ Pretty sure that's highly illegal for an employer to disclose anything about performance. Just whether you are currently employed or not. If you find out they disclosed you were on a PIP to a prospective employer, you'd be on the winning side of a lawsuit.

Questions about developmental needs. In order to bypass the reluctance sometimes expressed by referees to report unfavourable information about an applicant, questions on developmental needs can be asked. For example, “Are you aware of any areas that could be developed in relation to the competency?” might be asked. By emphasizing that “even the strongest applicants have improvement areas”, referees are typically more comfortable providing statements in this area. Nonetheless, questioning about more sensitive information, such as potentially-inappropriate work-related behaviour, should occur later in the interview, once sufficient rapport has been reached between the referee and the reference checker.

doctor80 wrote: ↑ The whole problem my friend is that they were silent the entire year and no feedback was provided.
And only couple of weeks ago my manager informed me.
How I even suppose to know without receiving feedback? What kind of practice is it, to wait for the entire year and then tell.
My gut feeling says that my team doesn't like me and I feel it.
Even though that I tried to integrate to their culture (I am white caucasian), it's really hard if you are the only one among same mentality group.

craftsman wrote: ↑ Actually it's not. hence the use of reference checks with managers - there would be little reason to talk to an potential employee's manager other than to talk about their job performance. As an FYI, here's a link to the Government of Canada's website on Structured Reference Checks - Structured reference checks. In that document on page 6 of the .pdf file in a section called "What types of questions to ask?" states -


If it was illegal, the Government of Canada would not be instructing their staff to do in a document that is easily available on the internet.

What has been happening in the US, not necessarily in Canada, is employers are instructing their managers not to give references, not because it's illegal, but because it may open the company up to lawsuits from the employee's new employer IF something disclosed wasn't what it was - ie said employee was wondering and hard working when in fact they were always late for work and never got anything done.

ProductGuy wrote: ↑
What the hell are you talking about? What does race has to do with integrating within the working environment of a Big 5 bank?

How long have you been at a big 5 bank and on this team?

ProductGuy wrote: ↑ What the hell are you talking about? What does race has to do with integrating within the working environment of a Big 5 bank?

How long have you been at a big 5 bank and on this team?